How The Cigna Group Pays

Service and analyst ladder — tiers A0 through A2

Professional and advisor ladder — tiers A3 through A5

Leadership ladder — tiers A6 through A7

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• Cigna and Evernorth job postings and H-1B filings expose the title ladder reliably, but no source in this bundle exposes the underlying grade codes. A tidy Band 1 to Band 10 reconstruction would be false precision, which is why the tiers here are labelled A0 to A7 and described as analytical.
• A small number of employee discussions describe Advisor as Band 4. That is a single unverified data point and is not enough to rebuild a numbered system, so it is recorded rather than adopted.
• The crosswalk is most reliable for technology, actuarial and analytics roles, where official posted ranges and visa wage records overlap. It is progressively less precise for clinical, sales, underwriting and network roles, where Cigna can place equivalent scope differently and posts fewer ranges.
• Vice President, Senior Vice President, Executive Vice President and segment president are corporate titles rather than hidden grade numbers, and are treated here as title tiers rather than claimed as bands.
• The Long-Term Incentive Plan's Prior Plan definition absorbs the legacy Cigna plans, the Express Scripts 2011 and 2016 plans, the Directors Equity Plan and the 1991 Stock Plan. That confirms harmonisation at the equity-plan level after the Express Scripts combination, but it is not evidence of a harmonised public HR grade map.
• The chief executive, executive chair and named executive officer rows are excluded from the band table entirely. Their anchors are single global figures that appear identically in every city table in the source bundle, so pricing them by location would produce meaningless offshore cells.

Peer-level mapping

Office and market catalogue — calibration factors versus Bloomfield

The company publishes no city-level headcount anywhere. The only geographic figures in the filings are the United States and non-United States split and the named small-country populations used for pay-ratio exclusions: the United Kingdom 813, Kenya 468, Hong Kong 292, Belgium 226, Singapore 125 and Australia 8. India was not on that exclusion list, which is the strongest available signal that its population is materially larger.

Bloomfield anchor medians — the basis of every modeled cell

• The Bloomfield column is the anchor. A0 through A7 medians come from official United States posted ranges where they exist, backed by Levels.fyi Cigna records and Glassdoor and Indeed cross-checks where they do not.
• United States city factors are narrow: Denver matches the headquarters, Philadelphia sits at 0.99, Hartford 0.97, Phoenix 0.92, Nashville and Franklin 0.90 and St. Louis 0.89. None of them shows level-dependent compression, so none carries a top-of-ladder factor.
• India shows the widest spread in the bundle. Bengaluru base runs at about 16 percent of the Bloomfield anchor at the Representative tier and roughly 54 percent at Vice President, so the onshore multiple falls from around six times to under two times across the ladder.
• Dubai and London are the other two markets with strong upward compression, moving from 0.52 to 0.99 and from 0.68 to 0.93 respectively. Antwerp, Singapore and Sydney compress in the opposite direction, sitting close to the anchor at entry level and falling back at senior levels.
• Nairobi is the lowest-priced market in the model, running at about 12 percent of the anchor at entry and 26 percent at Vice President, and its evidence is employee-reported rather than posted, so it should be read as directional throughout.
• Auckland appeared in the source bundle's location list but is excluded here. The bundle itself records that there is no confirmed direct Cigna Group office in the public locations list and that it was included only to satisfy a New Zealand comparison, which makes it a selector placeholder rather than a payroll market.

Executive incentive targets — percent of salary

Named-executive outcomes

• The Long-Term Incentive Plan was the only open equity plan at the last verified disclosure. No other plan had shares available for future issuance at 31 December 2024.
• The current unused pool at 31 December 2025 and the resulting utilisation rate could not be verified in the accessible public excerpts used for this report, and should not be inferred by subtracting grants: forfeitures, cancellations, share-counting rules and performance outcomes all replenish or consume the reserve differently.
• This is a United States listed long-term incentive plan, not an Indian tax-qualified employee stock option scheme. Stock exchange allotment notices, SEBI insider-trading rules and takeover disclosures do not apply to the parent; SEC Forms 3, 4 and 5 and Rule 144 are the relevant filings.
• No broad employee stock purchase plan appears in any source reviewed. For most of the workforce there is no self-directed way to acquire company stock at a discount.

Plan reserve and illustrative value

Vesting — common reported employee schedule

Strategic performance shares are cliff-settled, not laddered: nothing is delivered until the three-year period closes and the committee certifies the outcome, after which the payout lands anywhere between zero and double the target. Restricted stock vesting depends on the individual grant agreement and is not published. Options carry a separate one to three year schedule and a ten-year maximum term. Dividend equivalents accrue where award terms provide, but their value still depends on how many shares are ultimately earned.

Eligibility by hierarchy level

• Tiers A0 through A2 show no public evidence of any standard grant, and salary records for these titles generally show no stock at all.
• Tiers A3 through A5 have no disclosed company-wide threshold. Select retention or new-hire awards may occur, with an indicative $0 to $100,000 range, but there is no reliable grant matrix and no entitlement should be assumed.
• Tier A6 is where select key employee participation becomes plausible, with an indicative $50,000 to $500,000 range, granted periodically and conditioned on committee or management approval and continued service.
• Tier A7 is likely to carry annual or periodic grants in an indicative $250,000 to $2,500,000 range, mixing performance and time-based equity, but no Cigna disclosure covers Vice Presidents who are not named executive officers.
• At the executive officer tier equity is the core of the package, with disclosed named executive grants running from $2.6 million to $17.3 million of combined stock and options in 2025.
• The single most consequential undisclosed fact in this report is the minimum level for Long-Term Incentive Plan eligibility. The plan says selected key employees; nothing in public says where that selection starts.

Indicative annual grant value by band — Bloomfield

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $279.32 reference price at 26 August 2026 and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

The 2025 cash incentive outcomes show how much individual differentiation sits inside a pool approved at target. Cordani was paid $3,200,000 against a $1,600,000 salary, exactly 200 percent. Nicole Jones was paid $850,000 against an $850,000 salary. Everett Neville was paid $650,000 against a $750,000 salary. Ann Dennison was paid $450,000 against a $900,000 salary, the lowest ratio in the group. The proxy does not publish an individual target percentage for anyone other than the chief executive, so those differences cannot be decomposed into target versus performance. What they do establish is that the enterprise pool landing at 100 percent tells you very little about what any individual received.

Board compensation framework

Individual 2025 non-employee director totals were generally in the mid $330,000 to $370,000 range depending on committee leadership and other items. This is a governance package rather than an employment band and is excluded from the pay ladder in this report.

Not publicly disclosed

Modeled promotion planning timeline

Executive timing is the one part of the calendar that is documented: base salaries and target opportunities are reviewed annually by the People Resources Committee and annual equity grants are typically made in the first quarter. For everyone else there is no published calendar. The Hyderabad hub is a special case worth knowing about, because it opened in 2024 and early employee reports described an immature first appraisal cycle with some mid-year promotions and market corrections rather than a settled annual rhythm.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1The source bundle defined total compensation as base plus target variable plus a country benefits load plus modeled equity. That benefit load is employer cost rather than pay, and it has been removed: every anchor total in this report is base plus target bonus plus annualized equity, which is why the Bloomfield A0 total here is $47,500 rather than the bundle's $57,000.
2. 2The bundle applied a single global equity range to every city at tiers A3 and above, which pushed senior offshore total-compensation factors toward parity with the United States. That is an artefact, not a finding, so location factors in this report are taken from the bundle's base-pay city calibration and the total factor is set equal to it. Base and total factors are therefore identical for every market.
3. 3The chief executive, executive chair and named executive officer tiers are excluded from the band table entirely. Their anchors appear identically in every city table in the source bundle, so interpolating them by seniority would have forced every offshore factor toward one and produced meaningless senior cells. They are carried in the executive section and the leadership layer instead. This is why the ladder ends at Vice President with eight rows rather than continuing to the C-suite.
4. 4Auckland was in the source bundle's location list but is excluded here, because the bundle itself records that there is no confirmed direct Cigna Group office in the public locations list and that the market was included only for comparison.
5. 5Mumbai is retained but is not a clean parent-company payroll market. The visible presence is largely the ManipalCigna joint venture, whose employees are not in the disclosed non-United States headcount, so the Mumbai column should be read as an Indian market reference rather than as a direct Cigna Group pay table.
6. 6The equity midpoints at tiers A5 through A7 come from indicative ranges of $0 to $100,000, $50,000 to $500,000 and $250,000 to $2,500,000. Those ranges are analytical estimates from the source bundle, not disclosed grant matrices, and their midpoints carry the widest uncertainty of any number in this report.
7. 7Target variable percentages for tiers A0 through A6 are midpoints of analytical ranges. Cigna publishes no bonus target for any non-executive level in any country, so no payout history is shown for those tiers rather than repeating a placeholder on every row.
8. 8The last verified equity pool figure is 12,386,735 shares at 31 December 2024. The 2025 year-end balance could not be confirmed in accessible excerpts and must not be derived by subtracting grants.
9. 9Australia's eight-person workforce, Singapore's 125 and Hong Kong's 292 mean those city tables are market models built on very thin Cigna-specific evidence. Kenya, Belgium and the United Arab Emirates carry the same caution.

FX rates used — 1 USD equals, snapshot 2026-08-26

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 18 sources

India is the conspicuous absence from that list. It was not among the small-country populations excluded on a de minimis basis, which is the strongest available signal that the Indian workforce is materially larger than any of the named markets, yet the company has never published an India headcount. The only India-specific activity signal in the bundle is live job openings: 85 in Hyderabad and 51 in Bengaluru on 26 August 2026, against 66 in St. Louis.